跨越國界可擴大您接觸新客戶和人才，同時引入一套新的就業規則。芬蘭以其強大的工作與生活平衡、對平等的承諾和熟練的勞動力而聞名。這些優勢隨著法規和員工保護，因此在開始招聘之前，您需要了解當地的要求。
A Finland employer of record (EOR) like G-P manages the entire employment lifecycle — from onboarding to offboarding. We take care of payroll and taxes, contract generation, benefits, severance, and everything in between.
G-P 允許您快速輕鬆地在 180 + 國家（包括芬蘭）僱用技術人才，而無需成立新實體。知道專門的就業專家團隊正在處理您在芬蘭的人力資源和法律需求，讓您安心地建立您的團隊。
使用名義雇主簡化芬蘭的招聘
Finland’s employment is heavily influenced by trade unions and collective bargaining agreements (CBAs). Unions negotiate these agreements for their members, and they usually have more favorable terms than the law. CBAs cover salaries, working hours, and leave.
芬蘭名義雇主可幫助您保持合規。EOR 確保所有雇用條款符合或超越芬蘭勞動法及任何適用的 CBA。這可以減輕您公司的法律風險。
A Finland EOR, such as G-P, handles payroll processing, manages vacation days, administers benefits, and oversees onboarding and offboarding. Using a Finland EOR is a win-win: You don’t need to set up a legal entity, which reduces your business’s admin burden.
芬蘭的 名義雇主 聘僱流程
- Partner with a reputable global EOR. A Finland EOR with local expertise can guide you through legal challenges.
- Source your ideal candidate. You find the best talent for your needs, and the EOR handles the rest.
- Draw up a compliant employment contract. A Finland EOR drafts a locally compliant contract that reflects all CBA terms, including salary, working hours, and notice periods.
- Onboard and manage your team. The EOR manages all aspects of the employment lifecycle. This includes registering your professional with Finland’s tax and social security systems and administering benefits.
觀看名義雇主的運作方式
芬蘭的勞動契約
Verbal agreements are valid and enforceable in Finland, but we recommend drafting a written contract. This contract must detail the core employment terms, including pay, benefits, and termination conditions.
Salaries are usually stated in euros (EUR), but this isn’t a legal requirement unless work is performed abroad. You must share the contract with your professional by the first pay period.
芬蘭名義雇主代您草擬合規合約，確保一切符合芬蘭法律和集體談判協議要求。
芬蘭的休假權利
芬蘭的工作時間
The standard workweek in Finland is 40 hours. According to the Working Hours Act, a workday can’t be longer than eight hours. Many CBAs, however, specify shorter hours.
Total working hours, including overtime, can’t exceed an average of 48 hours a week over a four-month period. Overtime work needs employee consent on each occasion and is compensated as follows:
- Daily overtime: 150% of the regular rate for the first two hours and 200% for subsequent hours
- Weekly overtime: 150% of the regular rate
- Time off in lieu: Overtime pay can be exchanged for paid time off if mutually agreed
芬蘭的公眾假期
Finland has 13 paid public holidays. While Christmas Eve and Midsummer Eve aren’t official holidays, they’re treated as such by most employers under CBAs or common practice.
公眾假期為
- 元旦
- 主顯節
- 耶穌受難日
- 復活節主日
- 復活節星期一
- 五月節(Vappu)
- 升天節
- 五旬節
- 仲夏節
- 萬聖節
- 獨立日
- 聖誕節
- 節禮日 (St.Stephen's Day)
芬蘭假期天數
員工會根據他們在一年內工作的月數（4 月 1 至 3 月 31）累積假日。如果員工在該月工作至少 14 天或 35 小時，則一個月將計入累計費用。
- Less than one year of service: Employees earn two days’ leave per qualifying month (24 days per year).
- Over one year of service: Employees earn 2.5 days’ leave per qualifying month (30 days per year).
大多數假期都是在暑假期間 (五月2- 九月30)。員工通常還獲得假期獎金（lomaraha）—— 他們的假日薪資的 50%。此獎金不是法律權利，但是大多數 CBA 的強制，並且是常見的做法。
芬蘭病假
工作至少一個月的員工有權獲得有薪病假。雇主在生病的第一天支付全額薪水，加上接下來的九個工作日。在此之後，員工可能根據其收入獲得社會保險機構（KELA）的病津貼。如果就業持續不到一個月，員工將獲得薪酬的 50%。
芬蘭的育嬰假
芬蘭擁有性別中立的育嬰假制度。懷孕僱員可在子女到期日前獲得 40 平日的懷孕津貼休假。孩子出生後，父母假如下：
- 每位家長可獲得160 天。
- 家長最多可轉移63 天給另一名家長或其他看護人。
- 單親家長可使用所有320 天。
- 假期可以彈性使用，直到孩子滿兩歲為止。
在休假期間，Kela 支付家長津貼。某些 CBA 可能要求雇主為一部分假期支付全額薪水。
芬蘭名義雇主如何幫助管理假期權益
A Finland EOR ensures your business complies with Finnish labor laws and CBAs. Use a Finland EOR to manage labor requirements like vacation days, sick leave, and Finland’s progressive parental leave system — including parental leave payments — so you don’t have to.
芬蘭的健康保險和附加福利
芬蘭擁有良好的公共醫療保健體系，因此額外的私人健康保險並不是一種標準保障。但是，雇主必須合法地為所有員工提供職業健康服務和支付工作業健康服務（työterveyshuolto）。
名義雇主如何幫助芬蘭獲得福利
A Finland EOR manages and administers all mandatory benefits on your behalf. The EOR will also stay updated on regulatory changes. This reduces risk, so your team is free to focus on core business operations.
芬蘭的獎金
Bonuses are set by CBAs, employment contracts, or established company practice. Although they aren’t legally required, bonuses can make your offers more competitive. Common bonuses include:
- 假日獎金 ( lomaraha ): This is one of the most expected bonuses in Finland. It’s typically set at 50% of the employee’s annual holiday pay.
- Performance bonus: This is based on individual, team, or company performance. It’s often tied to specific results.
- Profit-sharing bonus: Some companies distribute a share of profits to employees as a fixed amount or a percentage of salary.
- Seniority or loyalty bonuses: Given for long service or loyalty to the company.
芬蘭的結束聘用和遣散
A contract may include probation of up to six months, during which either party can terminate the contract without notice. For fixed-term contracts, probation can’t be more than half the contract's length.
終止不定期合約較為困難。它必須與員工的行為，或與雇主的財務表現或生產相關的原因有關。
芬蘭的結束聘用程序受到嚴格監管，但如果結束聘用是合法的，則沒有法律要求遣散費。但是，如果法院發現這是非法的，員工有權獲得報酬，通常在 3-24 月薪水之間。
雇主的最低通知期間為：
- Up to one year of service: 14 days
- 1–4 years: One month
- 4–8 years: Two months
- 8–12 years: Four months
- Over 12 years: Six months
芬蘭的 名義雇主 管理所有離職，結束聘用，遣散和通知流程，包括最終工資稅。這些可能很複雜且耗時，因此必須擁有合適的芬蘭 名義雇主 合作夥伴。
芬蘭的薪資與稅務
In Finland, payroll considerations include state tax, municipal tax, and social security payments.
Employer social security contributions: Total employer contributions are around 22–25% of total salary, covering:
- 法定收入相關退休金保險 (TyEL)
- 健康保險
- 失業保險
- 意外及團體人壽保險
Employee taxes and contributions: Employees contribute to income tax and social security. Income tax is progressive, so it gets higher based on how much you earn. For 2026, the state income tax rates are:*
應課稅收入（歐元） | 1 (歐元) | 超額稅 (%) |
|---|---|---|
0-22 、000 | 0 | 12.64% |
22,000-32 、600 | 2,780.80 | 19.00% |
32,600-40 、100 | 4,794.80 | 30.25% |
40,100-52 、100 | 7,063.55 | 33.25% |
超過52 、100 | 11,053.55 | 37.50% |
*Source: https://taxsummaries.pwc.com/finland/individual/taxes-on-personal-income
員工還支付：
- 市政稅 — 稅率因市政區而異，但是在 4 之間。7-10。9%
- 如果他們是芬蘭福音路德教會、東正教會和芬蘭德意志教會的成員，則需繳納教會稅 - 這通常是1-2%
- 一部分社會安全供款 —— 健康、退休金和失業保險
芬蘭 名義雇主 會計算員工薪水和獎金，以及預扣，例如所得稅和社會安全費用。這樣可以節省您的時間和頭痛，同時保持您遵守芬蘭稅務和薪資法規。
在芬蘭選擇名義雇主
在選擇芬蘭名義雇主時，請考慮以下事項：
- Compliance expertise: The right EOR has in-depth knowledge of Finnish labor laws, including the labor code, CBAs, and local tax regulations. This ensures all employment practices, from contracts to termination, are fully compliant.
- Comprehensive EOR solutions: Choose an EOR that manages all aspects of employment, including payroll processing, tax remittances, benefits administration, leave management, and offboarding.
- Local market understanding: Look for a Finland EOR with a strong local presence or proven experience in the country.
- Scalability and flexibility: The EOR should accommodate your needs, whether you're hiring a single employee or a global team, and grow with your business.
- Technology and integration: An AI-powered EOR simplifies onboarding, management, and employee payment. Look for an EOR that integrates with existing HCM, PEO, or payroll systems to streamline operations.
- Transparency and communication: Choose an EOR that offers clear communication channels, transparent pricing, and regular updates on compliance changes.
- Reputation and references: Research the EOR's reputation, client testimonials, and industry recognition to ensure they have a track record of reliability and success.
- Data security and compliance. Ensure your EOR follows strict data security protocols like GDPR. This is critical for protecting sensitive employee information and maintaining compliance.
使用 G-P 名義雇主 在芬蘭進行全球招聘
G-P EOR is the award-winning, AI-enabled global hiring solution that empowers startups, SMBs, and enterprise businesses to build global teams with ease. Onboard, manage, and pay top talent in over 180 countries in minutes, without the complexity of entity setup.
G-P EOR is the preferred partner for leading HCM, PEO, and payroll platforms. Bring your workforce data together in one place to maintain existing workflows while keeping accurate data across your integrated systems.
Request a proposal to start hiring in Finland today.
